Organisational commitment and organisational cynicism: the effect on employees' emotional state and intentions to leave the organisation

ENPurpose of the article: To identify the impact of organisational commitment and organisational cynicism on each other, on employees’ emotional state and their intentions regarding their workplace in Lithuanian and Polish business organisations. The paper presents part of the results of a wider study conducted in two neighbouring states. Methods: The study was conducted using a questionnaire survey that employed Organisational Commitment and Organisational Cynicism scales. The following subscales were analysed: affective commitment, continuance commitment, normative commitment, Wrightman’s Cynical Personality, cognitive organisational cynicism, affective organisational cynicism, and behavioural organisational cynicism. Hypotheses were tested, and differences between countries were identified by means of the linear regression model and the chi-square test. Findings & Value added: Our survey has revealed that the growth of organisational commitment in Lithuanian business organisations is hampered by employees’ cynical cognitive behaviour and negative emotions. The weakening of the latter determines the growth in organisational commitment. In turn, along with the weakening of actions attributable to organisational cynicism (i.e., when employees’ cynical attitudes, cynical cognitive and emotional behaviours, and generally signs of cynical behaviour are decreasing), organisational commitment in Polish business organisations is increasing. Our study presents the findings of unique quantitative research related to the phenomenon of organisational cynicism and organisational commitment within Polish and Lithuanian organisations. Moreover, it provides new knowledge that explains the relationships between phenomena such as organisational cynicism and organisational commitment, thus constituting substantial added value. [From the publication]

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